Maryland staff, prepare—vital updates to employment legislation are coming your approach, and so they may have a major impression in your office rights. Beginning October 1, 2024, a collection of recent legal guidelines will change the panorama for each staff and employers in Maryland. From restrictions on non-compete agreements to expanded anti-discrimination protections, these legal guidelines are designed to enhance working circumstances, guarantee truthful pay, and supply higher transparency.
On this weblog, we’ll break down an important adjustments so you possibly can perceive how they could have an effect on you. Employment lawyer Tom Spiggle additionally gives an in-depth video explaining these updates, so you should definitely test it out under!
1. Household Medical Depart Insurance coverage (FAMLI) Program
Maryland’s Household Medical Depart Insurance coverage program, often called “Household,” is increasing. Beginning in 2025, each employers and staff will contribute to a fund administered by the state to supply paid go away for sure household and medical occasions. If you happen to work remotely or have a number of jobs, listen: your eligibility for FAMLI will rely upon whether or not you’ve labored a minimum of 680 hours in Maryland through the earlier 12 months.
Although contributions received’t begin till July 2025, it’s essential to grasp these adjustments now, particularly for companies with 15 or extra staff which can be required to contribute. Employers, hold your eyes peeled for the up to date contribution charges coming subsequent February!
2. Non-Compete Settlement Restrictions for Healthcare Staff
Non-compete agreements have lengthy been a supply of frustration for staff, limiting their capacity to search out new jobs in the identical business. Maryland is stepping in to guard healthcare and veterinary staff from these restrictions. If you happen to work in healthcare, earn lower than $350,000 a yr, and maintain a state license, new non-compete agreements can’t final greater than a yr or limit you to a radius bigger than 10 miles out of your major place of business. For veterinary staff, this safety is already in place, having began in June 2024.
This new legislation represents an enormous win for workers in search of extra flexibility of their careers and will set the stage for broader adjustments throughout industries sooner or later.
3. Wage Transparency in Job Postings
Bored with guessing what a job pays? Beginning October 1, 2024, Maryland employers are required to incorporate wage ranges, advantages, and different compensation particulars in all job postings, each for exterior hires and inside promotions. Employers who fail to conform can face penalties and should keep information for 3 years.
This transparency is a game-changer for job seekers who can now higher assess alternatives and negotiate from a place of energy. Employers additionally should be ready to supply this info upon request, with out worry of retaliation for wage discussions.
4. New Pay Transparency and Anti-Discrimination Protections
Maryland is increasing its Equal Pay for Equal Work legislation to incorporate sexual orientation as a protected class. Alongside gender and intercourse protections, because of this staff should obtain equal pay no matter their sexual orientation, besides in instances the place wage variations are justified by seniority or advantage techniques.
Moreover, army standing is now a protected class beneath the state’s anti-discrimination legal guidelines, providing extra protections for army members and their dependents in opposition to office discrimination.
5. New Employer Obligations for Pay Transparency and Report Protecting
Beneath new rules, employers should now present staff with written discover of their pay price, payday schedules, and go away advantages upon hiring. This info should even be included in pay stubs—whether or not on-line or bodily—and will element hours labored, pay charges, and any deductions. Employers who fail to comply with these pointers may face fines, so it’s essential for companies to make sure compliance by October 1, 2024.
Keep Forward of the Curve: Watch the Video for Extra Insights!